Answer

Leading Effective Teams

            On the matter of the performance of the new location, I would say that the store is performing effectively within the newly established destination. This is based on the fact that the store’s performance statistics are positively suggesting that the business is meeting its expectations. Moreover, the team working within the new destination is working effectively together. Despite this, I will still inform Elizabeth about the undesirable leadership style implemented by Jim.

            I will inform Elizabeth that Jim is implementing an authoritarian form of leadership. This is a type of leadership style whereby the person in the position solely focuses on himself. Kanwal, Rab, and Kashif (2019) state that an authoritarian form of leadership is a style featured by a personal form of control over all the decisions made by the team. The leaders who rely on this form of leadership will rarely take input from the subordinates to generate a decision. I will inform Elizabeth of the fact that I am concerned about Jim’s leadership style since it is negatively affecting the members of the workforce. For instance, I will indicate that the staff members are likely to rebel if Jim continues to rely on this form of leadership. Arguably, some of the staff members have already raised their concerns about the authoritarian form of leadership implemented by Jim when they perceive him as bossy and controlling. This is a detrimental form of leadership as some people may be resentful when they are told about what to do since it eliminates their personal control over the situation (Kanwal, Rab & Kashif, 2019). Additionally, I will also inform Elizabeth that I am worried about Jim’s style of leadership since it cuts down on the amount of group input. In most cases, the staff members will be discouraged from providing their input out of the fear of being demeaned. This situation will further affect the performance of the members of the workforce after negatively affecting their motivation.

            When working with the new team, I will closely track the team’s performance and motivation. Having an understanding of the factors which motivate the members of the workforce is regarded as a fundamental factor that drives the success of the firm in its new destination. According to Eti-Tofinga, Douglas, and Singh (2017), having an effective understanding of employee motivation is will provide an insight into the factors which drive the commitment and the energy of the company workers. Providing employee motivation with a priority is an effective factor since it will offer information about how employee enthusiasm can be improved to enhance their productivity and the level of output as well as the actions which should be undertaken for the business to meet its goals (Eti-Tofinga, Douglas & Singh, 2017). Looking at the team’s performance is also an effective consideration in this case. The performance of individual team members will present an overview of the firm’s performance and identify if it is effectively performing as anticipated to meet the set goals and objectives in the market. A decline in the performance of the team members will also illustrate if the business must invest in training and development as a means of enhancing the performance of the members of the workforce (Uusi-Kakkuri, Brandt & Kultalahti, 2016).

            I would approach Jim about team performance through a one-on-one meeting. In this case, I will communicate with the leader to understand factors such as how he delegates responsibilities in the workplace, communicates effectively with the staff, and his knowledge of the strengths and weakness of the members of the workforce. In this case, I would offer my advice on the factors which require change for effective performance of the staff members, including a preferable change in the form of leadership offered.

            I will inform Julie that the staff members, including Jim, should undergo an employee training and development session to ensure that they effectively understand what is required of them for desirable team performance. I will communicate a message to the new employees that teamwork is important towards a desirable workplace performance. However, I will ensure that they understand that having a positive mindset in the workplace is also important for effective performance.

Managing People to Perform

            Through the implementation of the achieve model, it is clear that Rebecca has the ability to complete the task about the implementation of the new standard since she has experience in leadership. On the clarity aspect, it can be derived that Rebecca fails to understand what the job requires as she goes against the newly drafted standards. On the help element, it can be derived that the firm has offered requisite resources to support the managers in establishing where the problem exists (Sulistiowati, 2020). This explains the implementation of the new standards as  a means of addressing the problem. The incentive factor outlines the rewards offered to the people for desirable performance. It is evident that Rebecca fails to unveil the incentives required to motivate the people to abide by the set conditions within the new standard. On the evaluation aspect, it is clear that the factors which contribute towards the positive or negative performance will be recorded. The validity element suggests that the new standards about the piercing and the tattoos made are appropriate since they have been documented by the top management. The environmental aspect of the model shows that environmental factors influence individual performance (Sulistiowati, 2020). For instance, lack of clarity about the implementation of the standards made it difficult for Rebecca to understand the areas where the newly devised standards were to be implemented.

.